There is a real motherhood penalty, and mothers deserve more.

Now for the motherhood penalty. Perhaps you were unfamiliar with the word prior to becoming a mother. Most likely, though, you have sensed it. Professional slights trickle down. The chances that never materialize. the necessity of working twice as hard to achieve half as much.

And let us be clear: this is a systemic problem, not merely a matter of personal experiences. The type that lurks in plain sight, ingrained in antiquated regulations, covert prejudice, and boardroom presumptions. The world has evolved. But our offices? Not always.

Taking a closer look at the motherhood penalty will help us understand why it continues and what needs to change.

What Exactly Is the Motherhood Penalty?

The maternity penalty is fundamentally a type of discrimination in the workplace. Whether you realize it or not, being a mother makes you appear less dedicated, less competent, and in some ways less professional. Furthermore, the effects of such perception are not at all subtle:

less compensation despite performing the same or more labor

Reduced chances for leadership roles and promotions

Preconceived notions that you will not "go the additional mile" (even when you do)

A lack of adaptability or comprehension of family needs

Being excluded from important projects or discussions on decisions

Insufficient assistance both during and following maternity leave

It is similar to attempting to run a marathon while carrying a sack of invisible bricks, and then being instructed to "lean in" more.

Why There Is Still a Motherhood Penalty

To put it bluntly, the workplace was designed with the assumption that a woman would take care of the family while a guy worked. Even while that template has not held up well, it continues to subtly influence the game's rules.

Many businesses continue to have the mistaken idea that mothers are less ambitious or a "flight risk" after having children. The catch is that studies regularly demonstrate that mothers are more effective, devoted, and contribute invaluable problem-solving and emotional intelligence. However, perception frequently prevails over reality.

Furthermore, the systems are useless. Many businesses still do not have:

genuinely livable paid family leave

Flexibility in terms of working locations and hours

Roadblocks for returning to the workforce following a career hiatus

Regulations that legitimize providing care for people of all genders, not only mothers

A Brief History: Our Journey to This Point

We must zoom out a little in order to comprehend the difficulties of today.

In the early 1900s, most men worked outside the home while mothers stayed at home. The script was that.

During World War II, mothers and other women joined the workforce in large numbers while men served overseas.

Post-War Era: Mothers were encouraged to return to the home and the "ideal housewife" image was strongly promoted.

From the 1970s to the 1990s, more mothers joined the labor full-time, but they received little institutional assistance.

However, we continue to strike a balance between expectations from centuries ago and modern demands, which is unsustainable.

The True Price: Monetary and Emotional

The motherhood penalty affects almost every aspect of a mother's life and is not just a problem at work.

In terms of money, it means:

missed pay increases as a result of maternity leave or fewer hours worked

Years of decreasing pay resulted in lower retirement savings.

Career pauses that impede long-term earning potential

Emotionally, it frequently appears as:

Chronic burnout from balancing caregiving and employment

Feelings of guilt for working too much and too little

Identity confusion, particularly following a significant change

A silent lament for dreams postponed or permanently redirected

I have personal experience with this. To become the full-time CEO of New Modern Mom, I quit a fast-paced executive position in Silicon Valley. That choice was not made easily; it was a combination of loss and liberty, redefining success according to my own standards and putting my family first.

What Must Change (As Well as How You Can Help)

The good news? The motherhood penalty is not something we must accept as inevitable.

This is what must change:

Normalize flexibility in parenting: Dads, too. When caregiving is not gendered, everyone wins.

Establish genuine returnships: initiatives that support and honor mothers as they reenter the workforce.

Rethink leadership expectations: Impact, not desk hours, should be used to gauge productivity.

Honor parenting as a leadership strength: Ask any woman who has handled both business contracts and toddler tantrums in the same hour, and you will see that it is.

Additionally, you are not alone if you are a mother navigating this maze. You are not less. You are making progress rather than slipping behind.